Tag Archives: Pregnancy

Where a defendant employer reduced a plaintiff employee’s full-time employment to part-time shortly before she began her pregnancy leave, the defendant must be denied summary judgment on the plaintiff’s Title VII discrimination claims, as a jury question exists regarding whether ...

Where a jury ruled in favor of a plaintiff on claims of gender discrimination and retaliation against the defendant law firm that fired her, the judgment must be reversed as to the retaliation count but affirmed on the discrimination claim. ...

Where a plaintiff certified nursing assistant was terminated, the defendant employer cannot be held liable for pregnancy discrimination, as the plaintiff has not established that her termination was motivated by discrimination rather than legitimate business reasons. “… [Defendant] Senior Care ...

Where a defendant employer has moved for summary judgment on a terminated plaintiff’s complaint, the dismissal motion must be (1) allowed with respect to the plaintiff’s claims of a hostile work environment and retaliation but (2) denied to the extent ...

Where a plaintiff who was terminated from her job has alleged pregnancy discrimination, the plaintiff has identified some evidence that the defendant employer’s motives were at least discriminatory in part, so the defendant is not entitled to summary judgment. “There ...

Where a complainant employee was fired after giving birth, the respondent employers committed discrimination and accordingly must pay back wages ($11,736) to the complainant and a $10,000 civil penalty to the commonwealth. “The Massachusetts Maternity Leave Act (‘MMLA’), M.G.L. chapter ...

Where the respondents have failed to rebut the complainant’s position that she kept in contact with them throughout her maternity leave, did not abandon her position, and made all reasonable efforts to return to work, a preponderance of evidence establishes that the respondents have discriminated against the complainant on the basis of gender (female/pregnancy), and they must therefore pay the complainant back pay and emotional distress damages.

Where a complainant alleges that she was terminated from her employment three days after notifying her supervisor that she was pregnant, the complaint must be dismissed because of the complainant’s failure to show that the respondent employer’s performance-based explanation for the termination was a pretext for discrimination.

Where a hearing officer ruled in favor of respondents charged with discriminating against a complainant by denying her the opportunity to rent an apartment because she was pregnant and the apartment was not de-leaded, the ruling must be vacated on the grounds that the hearing officer erred when she (1) allowed testimony regarding an alleged statement made by the complainant during conciliation and (2) determined that the respondent did not discriminate against the complainant on the basis of children and lead.